Common use of Transition to Retirement Clause in Contracts

Transition to Retirement. (a) A full-time Employee is eligible to make a request in writing to the Employer to permanently reduce their working hours as part of a genuine transition to retirement. (b) The Employer must consider the request to work part-time having regard to the Employee’s circumstances and give the Employee a written response to the request, ordinarily within 21 days, stating whether the Employer grants or refuses the request. If the Employer refuses the request for part-time work, the written response must include details of the reasons for the refusal. (c) The Employer may only refuse to permit the Employee part-time work on reasonable grounds related to the effect of the change on the workplace or the Employer’s business. Without limiting what are reasonable grounds, such grounds include the following: (i) that the new working arrangements requested by the Employee would be too costly for the Employer; (ii) that there is no capacity to change the working arrangements of other Employees to accommodate the new working arrangements requested by the Employee; (iii) that it would be impractical to change the working arrangements of other Employees, or recruit new Employees, to accommodate the new working arrangements requested by the Employee; (iv) that the new working arrangements requested by the Employee would be likely to result in a significant loss in efficiency or productivity; and (v) that the new working arrangements requested by the Employee would be likely to have a significant negative impact on customer service. (d) Where the Employer approves the request and a transition to retirement arrangement is agreed, the agreement must be in writing and signed by both parties. The agreement must include: (i) the Employee’s new part-time fraction; (ii) the start and end dates of the transition to retirement (usually one–two school years); and (iii) a letter from the Employee providing notice of retirement at the end of the agreement. (e) An Employee working under a transition to retirement arrangement may only have their part-time fraction varied by mutual agreement. (f) It is the responsibility of the Employee to seek appropriate financial, superannuation and other advice on the terms and conditions of their transition to retirement.

Transition to Retirement. (a) A full-time Employee is eligible to make a request in writing to the Employer to permanently reduce their working hours as part of a genuine transition to retirement. (b) The Employer must consider the request to work part-time having regard to the Employee’s circumstances and give the Employee a written response to the request, ordinarily within 21 days, stating whether the Employer grants or refuses the request. If the Employer refuses the request for part-time work, the written response must include details of the reasons for the refusal. (c) The Employer may only refuse to permit the Employee part-time work on reasonable grounds related to the effect of the change on the workplace or the Employer’s business. Without limiting what are reasonable grounds, such grounds include the following: (i) that the new working arrangements requested by the Employee would be too costly for the Employer; (ii) that there is no capacity to change the working arrangements of other Employees to accommodate the new working arrangements requested by the Employee; (iii) that it would be impractical to change the working arrangements of other Employees, or recruit new Employees, to accommodate the new working arrangements requested by the Employee; (iv) that the new working arrangements requested by the Employee would be likely to result in a significant loss in efficiency or productivity; and; (v) that the new working arrangements requested by the Employee would be likely to have a significant negative impact on customer service. (d) Where the Employer approves the request and a transition to retirement arrangement is agreed, the agreement must be in writing and signed by both parties. The agreement must include: (i) the Employee’s new part-time fraction; (ii) the start and end dates date of the transition to retirement (usually one–two school School years); and; (iii) a letter from the Employee providing notice of retirement at the end of the agreement. (e) An Employee working under a transition to retirement arrangement may only have their part-time fraction varied by mutual agreement. (f) It is the responsibility of the Employee to seek appropriate financial, superannuation and other advice on the terms and conditions of their transition to retirement.

Transition to Retirement. 42.1 The Company is committed to supporting employees who wish to retire by allowing them to do so in a graduated way, progressively reducing the employee’s work commitments as they transition to retirement (Transition to Retirement). 42.2 An employee who wishes to transition to reduced working days, i.e. 3 days per week or enter a job share arrangement must notify the Company in writing of their proposed Transition to Retirement, at least three (3) months prior to its proposed commencement (Notification). 42.3 Notification provided pursuant to clause 42.2 must include the Employee’s proposal with respect to: (a) A fullreduction in his or her working days, provided that the Employee continues to work no less than three days per week unless participating in a job-time Employee is eligible to make a request share arrangement in writing to the Employer to permanently reduce their working hours as part of a genuine transition to retirementaccordance with clause 15.5. (b) The Employer must consider the request Transition Period over which the Transition to work part-time having regard to the Employee’s circumstances and give the Employee a written response to the requestRetirement shall take place, ordinarily within 21 daysprovided that such Transition Period shall be either six (6), stating whether the Employer grants twelve (12) or refuses the request. If the Employer refuses the request for part-time work, the written response must include details of the reasons for the refusaleighteen (18) months (Transition Period). (c) the Transition Period commencement date (Commencement). 42.4 The Employer may only refuse to permit Company will consider the Employee’s proposal and will advise the Employee part-time work on reasonable grounds related to the effect of the change on Company’s response, within 21 days of receipt of the workplace or Notification. The Company is not obliged to accept the EmployerEmployee’s business. Without limiting what are reasonable groundsproposal, such grounds include however, will not unreasonably refuse the followingEmployee’s proposal and may: (ia) that accept of the new working arrangements requested by proposal contained in the Employee would be too costly for the Employer; (ii) that there is no capacity to change the working arrangements of other Employees to accommodate the new working arrangements requested by the Employee; (iii) that it would be impractical to change the working arrangements of other Employees, or recruit new Employees, to accommodate the new working arrangements requested by the Employee; (iv) that the new working arrangements requested by the Employee would be likely to result in a significant loss in efficiency or productivity; and (v) that the new working arrangements requested by the Employee would be likely to have a significant negative impact on customer serviceNotification. (db) Where put forward an alternative proposal (including with respect to the Employer approves the request and a transition to retirement arrangement is agreedTransition Period, the agreement must be in writing and signed by both parties. The agreement must include: (iCommencement or proposed amount of reduced days or job share arrangement) for the Employee’s new part-time fraction;consideration; or (iic) reject any Transition to Retirement due to the start and end dates Company’s inability to accommodate any Transition to Retirement due to the Company’s operational requirements. 42.5 If an Employee commences a Transition to Retirement, the Employee’s employment will terminate at the expiry of the transition Transition Period, unless terminated earlier in accordance with clauses 43 and 44 of this Agreement. 42.6 An Employee participating in the Transition to retirement (usually one–two school years); and (iii) Retirement arrangement will be a letter part time employee in accordance with clause 9.2 from the Employee providing notice commencement of retirement the Transition Period. 42.7 On the commencement of the Transition Period, the Employer shall provide the employee with a statement of their accrued annual leave, long service leave and personal leave as at the end of the agreementTransition Period Commencement Date. (e) An Employee working under a transition 42.8 Clause 45 – Disputes Prevention and Settlement Procedure applies to retirement arrangement may only have their part-time fraction varied by mutual agreementany dispute in relation to this Clause. (f) It is the responsibility of the Employee to seek appropriate financial, superannuation and other advice on the terms and conditions of their transition to retirement.

Transition to Retirement. 49.1 An Employee may advise HCL in writing of their intention to retire within the next three years and participate in a retirement transition arrangement. 49.2 Transition to retirement arrangements may be proposed. HCL will provide details of the proposal for the Employee’s consideration, including any relevant information (including indicative changes to pay) about the implication of the proposal. The Employee will be given a reasonable opportunity to consider the proposal and seek advice. 49.3 Transition to retirement arrangements where agreed, will be implemented in writing between the parties. 49.4 A transition to retirement arrangement may include by agreement, but is not limited to: (a) A full-time Employee is eligible to make a request reduction in writing to the Employer to permanently reduce their EFT/alteration of working hours as part of a genuine transition to retirement.hours; (b) The Employer must consider the request to work part-time having regard to the Employee’s circumstances and give the Employee a written response to the request, ordinarily within 21 days, stating whether the Employer grants or refuses the request. If the Employer refuses the request for part-time work, the written response must include details of the reasons for the refusal.A job share arrangement where appropriate; and/or (c) The Employer may only refuse Working in a position at a lower classification or rate of pay. 49.5 HCL will consider, and not unreasonably refuse, a request by an Employee who wishes to permit transition to retirement within the Employee part-time work on reasonable grounds related to the effect of the change on the workplace or the Employer’s business. Without limiting what are reasonable grounds, such grounds include the followingnext three years: (ia) that the new working arrangements requested by the Employee would be too costly To use accrued Long Service Leave (LSL) for the Employer;purpose of reducing the number of days worked per week while retaining their previous employment status; or (iib) that there is no capacity Be appointed to change the working arrangements a role at a lower hourly rate of other Employees to accommodate the new working arrangements requested by the Employee; pay, hours or responsibility (iiipost transition role) that it would be impractical to change the working arrangements of other Employees, or recruit new Employees, to accommodate the new working arrangements requested by the Employee; (iv) that the new working arrangements requested by the Employee would be likely to result in a significant loss in efficiency or productivity; and (v) that the new working arrangements requested by the Employee would be likely to have a significant negative impact on customer service. (d) Where the Employer approves the request and a transition to retirement arrangement is agreed, the agreement must be in writing and signed by both parties. The agreement must includewhich case: (i) the Employee’s new partEmployee will retain the accrual of LSL they had immediately prior to the reduction in their rate of pay and/or hours (preserved LSL). Where LSL is taken, the Employee will be paid LSL hours at the wage rate and/or their hours of work prior to the post transition role until the preserved LSL hours are exhausted. Preservation of LSL will only be available to Employees who have permanently held the pre-time fraction;transition role for a continuous period of two (2) years or more. (ii) However, if the start and end dates Employee’s hourly wage rate in the post transition role over time exceeds the wage rate of the pre-transition role, the higher wage rate will be used to retirement (usually one–two school years); and (iii) a letter from the Employee providing notice of retirement at the end of the agreementcalculate LSL. (e) An Employee working under a transition to retirement arrangement may only have their part-time fraction varied by mutual agreement. (f) It is the responsibility of the Employee to seek appropriate financial, superannuation and other advice on the terms and conditions of their transition to retirement.

Transition to Retirement. (a) A full-time Employee is eligible to make a request Employees may advise Xxxxxxx in writing of their intention to retire within the Employer to permanently reduce their working hours as part of next two years from Xxxxxxx and may participate in a genuine transition to retirementretirement arrangement. Subject to this Agreement, a transition to retirement arrangement is a permanent arrangement that is agreed between the employee and Xxxxxxx. (b) The Employer must consider the request Transition to work part-time having regard to the Employee’s circumstances and give the Employee a written response to the request, ordinarily within 21 days, stating whether the Employer grants or refuses the requestretirement arrangements may be proposed. If the Employer refuses the request for part-time work, the written response must include Cabrini will provide details of the reasons proposal for the refusalemployee’s consideration including any relevant information (including indicative changes to pay) about the implications of the proposal. The employee will be given a reasonable opportunity to consider the proposal. Employees are encouraged to seek advice regarding the proposal. (c) The Employer may only refuse to permit the Employee part-time work on reasonable grounds related to the effect of the change on the workplace or the Employer’s business. Without limiting what are reasonable grounds, such grounds include the following: (i) that the new working arrangements requested by the Employee would be too costly for the Employer; (ii) that there is no capacity to change the working arrangements of other Employees to accommodate the new working arrangements requested by the Employee; (iii) that it would be impractical to change the working arrangements of other Employees, or recruit new Employees, to accommodate the new working arrangements requested by the Employee; (iv) that the new working arrangements requested by the Employee would be likely to result in a significant loss in efficiency or productivity; and (v) that the new working arrangements requested by the Employee would be likely to have a significant negative impact on customer service. (d) Where the Employer approves the request and a transition to retirement arrangement is agreed, the agreement must it may be in writing and signed by both parties. The agreement must includeimplemented through: (i) a flexible working arrangement; or (ii) an individual flexibility agreement; or (iii) an agreement in writing between the Employee’s new part-time fraction;parties; or (iv) any combination of the above. (d) Xxxxxxx will consider, and not unreasonably withhold its approval of a request by an employee to transition to retirement through: (i) accepting appointment to a role that has a lower hourly rate of pay and/or reduced hours (post transition role), in which case: (ii) the start and end dates Employee will retain the accrual of LSL they had immediately prior to the transition to retirement reduction in their rate of pay and/or hours (usually one–two school yearspreserved LSL); and (iii) a letter from . Where LSL is taken, the Employee providing notice of retirement employee will be paid LSL hours at the end wage rate and/or their hours of work prior to the agreementpost transition role until the preserved LSL hours are exhausted. (e) An Employee working under a However, if the employee's hourly wage rate in the post-transition to retirement arrangement may only have their part-role over time fraction varied by mutual agreement. (f) It is exceeds the responsibility wage rate of the Employee pre-transition role, the higher wage rate will be used to seek appropriate financial, superannuation and other advice on the terms and conditions of their transition to retirementcalculate LSL.

Transition to Retirement. 74.1 An Employee may advise Epworth in writing of their intention to retire within the next three (3) years and participate in a retirement transition arrangement. 74.2 Transition to retirement arrangements may be proposed. Epworth will provide details of the proposal for the Employee’s consideration, including any relevant information (including indicative changes to pay) about the implication of the proposal. The Employee will be given a reasonable opportunity to consider the proposal and seek advice. 74.3 Transition to retirement arrangements where agreed, may be implemented as: (a) A full-time Employee is eligible to make a request in writing to the Employer to permanently reduce their flexible working hours as part of a genuine transition to retirement.arrangement (see clause 36), (b) The Employer must consider the request to work part-time having regard to the Employee’s circumstances and give the Employee a written response to the request, ordinarily within 21 days, stating whether the Employer grants or refuses the request. If the Employer refuses the request for part-time work, the written response must include details of the reasons for the refusal.An individual flexibility agreement; (c) The Employer may only refuse to permit In writing between the Employee part-time work on reasonable grounds related to the effect of the change on the workplace or the Employer’s business. Without limiting what are reasonable groundsparties, such grounds include the following: (i) that the new working arrangements requested by the Employee would be too costly for the Employer; (ii) that there is no capacity to change the working arrangements of other Employees to accommodate the new working arrangements requested by the Employee; (iii) that it would be impractical to change the working arrangements of other Employees, or recruit new Employees, to accommodate the new working arrangements requested by the Employee; (iv) that the new working arrangements requested by the Employee would be likely to result in a significant loss in efficiency or productivity; and (v) that the new working arrangements requested by the Employee would be likely to have a significant negative impact on customer service.or (d) Where Any combination of the Employer approves the request and a above. 74.4 A transition to retirement arrangement may include by agreement, but is agreednot limited to: (a) A reduction in EFT / alteration of working hours; (b) A job share arrangement where appropriate; and/or (c) Working in a position at a lower classification or ordinary hourly rate. 74.5 Epworth will consider, and not unreasonably refuse, a request by an Employee who wishes to transition to retirement within the agreement must be next three years: (a) To use accrued Long Service Leave (LSL) for the purpose of reducing the number of days worked per week while retaining their previous employment status; or (b) Be appointed to a role at a lower ordinary hourly rate, hours or responsibility (post transition role) in writing and signed by both parties. The agreement must includewhich case: (i) the Employee’s new partEmployee will retain the accrual of LSL they had immediately prior to the reduction in their ordinary hourly rate and/or hours (preserved LSL). Where LSL is taken, the Employee will be paid LSL hours at the wage rate and/or their hours of work prior to the post transition role until the preserved LSL hours are exhausted. Preservation of LSL will only be available to Employees who have permanently held the pre-time fraction;transition role for a continuous period of two (2) years or more. (ii) However, if the start and end dates Employee’s ordinary hourly rate in the post transition role over time exceeds the wage rate of the pre-transition role, the higher ordinary hourly rate will be used to retirement (usually one–two school years); and (iii) a letter from the Employee providing notice of retirement at the end of the agreementcalculate LSL. (e) An Employee working under a transition to retirement arrangement may only have their part-time fraction varied by mutual agreement. (f) It is the responsibility of the Employee to seek appropriate financial, superannuation and other advice on the terms and conditions of their transition to retirement.

Transition to Retirement. (a) A full-time Employee is eligible to make a request in writing to the Employer to permanently reduce their working hours as part of a genuine transition to retirement. (b) . The Employer must consider the request to work part-time having regard to the Employee’s circumstances and give the Employee a written response to the request, ordinarily within 21 days, stating whether the Employer grants or refuses the request. If the Employer refuses the request for part-time work, the written response must include details of the reasons for the refusal. (c) . The Employer may only refuse to permit the Employee part-time work on reasonable grounds related to the effect of the change on the workplace or the Employer’s business. Without limiting what are reasonable grounds, such grounds include the following: (ia) that the new working arrangements requested by the Employee would be too costly for the Employer; (iib) that there is no capacity to change the working arrangements of other Employees to accommodate the new working arrangements requested by the Employee; (iiic) that it would be impractical to change the working arrangements of other Employees, or recruit new Employees, to accommodate the new working arrangements requested by the Employee; (ivd) that the new working arrangements requested by the Employee would be likely to result in a significant loss in efficiency or productivity; and; (ve) that the new working arrangements requested by the Employee would be likely to have a significant negative impact on customer service. (d) . Where the Employer approves the request and a transition to retirement arrangement is agreed, the agreement must be in writing and signed by both parties. The agreement must include: (ia) the Employee’s new part-time fraction; (iib) the start and end dates date of the transition to retirement (usually one–one - two school years); and; (iiic) a letter from the Employee providing notice of retirement at the end of the agreement. (e) . An Employee working under a transition to retirement arrangement may only have their part-time fraction varied by mutual agreement. (f) . It is the responsibility of the Employee to seek appropriate financial, superannuation and other advice on the terms and conditions of their transition to retirement.